culture

Organizational Culture: The Alka-Seltzer Method

More and more companies today have come to understand that employees are demanding that the company they work for fit their values and beliefs about how employees and coworkers should treat each other. They look at a company’s philosophy about customers and their beliefs about social causes. And most importantly, they look at organizational culture. And if the company doesn’t fit the mold, the employees go elsewhere.

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Why Your Ping Pong Tables Aren’t Working

Let’s get real about corporate culture

You have no idea why your culture sucks. It just does. You bought the ping-pong tables. You started Happy Hour Fridays. And you even do the obligatory birthday cakes for your employees. Yet, people just don’t click. They can’t communicate. Your turnover rates are on the rise and the employees you do keep just don’t seem like they want to be there. Getting people to work together, collaborate, and have a normal conversation is like pulling teeth. And those words you had so beautifully hung on the wall seem meaningless.

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5 Signs Your Company Culture is Failing

Culture. How a common group of people think and treat each other. It’s the expected way people behave. Your family has a culture. Your group of friends has a culture. The team you work with has a culture; and so does the company for which you work.

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Changing Office Politics as We Know It

Office politics is a topic that is typically avoided and rarely acknowledged. But it has a remarkable impact on productivity in the workplace. The difference between a historic and a modern view of office politics is how we address it. The fact is, there is a need for office politics – it’s how we get things done. Embracing this view is the key to getting to the next level, which is differentiating between office behaviors that are positive and welcome or negative and offensive.

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Everyday Ethics and Integrity

The topic of workplace ethics and integrity is one familiar to most business executives. Our culture continually forces companies to redefine how they view workplace behavior, decisions made, and the impact on customers, employees, and daily operations. The basic definition of Ethics revolves around what is considered “right” and “wrong” in the choices we make every day. There isn’t one set of rules or morals designated as the authority on conduct. Each business must adopt, and apply for itself, what guidelines are considered universal and what constitutes a violation of those guidelines.

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Personal Accountability

Today more than ever, employers want employees to own what they expect of them. That means acknowledging responsibility for their outcomes. And in return, employees expect their employers to demonstrate ethics and integrity in their actions. When both parties agree to accept these goals, the result becomes a culture of Personal Accountability.

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Motivating Employees – Going Beyond the Paycheck

When we ask people what motivates employees, many respond with a simple answer: Money. Sure, money might be a factor. But let’s be real. Is it the ONLY factor? It may also be true that in addition to money, there are a wide range of motivators that are more personal and individual to your employees. Few people would turn down a raise or bonus, but true satisfaction is more complex than that.

What motivates people?
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Drama Carriers: Do you know one?

Oh my, gosh!  The drama!

Every once in a while, we’ll be working with a team and they will proclaim their frustration with the ‘drama’ in their workplace. You know…people blaming others without knowing the whole story. Talking about how others are wrong and don’t get it. The back and forth emails that don’t resolve anything. Copying everyone in the world on emails to prove just how ‘right’ they are. Snide comments between co-workers.

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Believe in Your People – Employee Appreciation Day

When you think about the success of your company or department, what comes to mind? To whom do you attribute your wins? Is it because your manager set clear deadlines? Is it because you rocked the proposal that you delivered? Or was it because of your people?

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